Meg Wheatley is an expert author and speaker on the subjects of leadership and organizational development. In this video except from one of her presentations she shares with us a comical anecdote illustrating how generational differences are challenging our corporations today.

The story surrounds the auto industry. The Big 3 automakers were experiencing upwards of 20% absenteeism on any given day. Most of those not showing up for work were late teens to mid-twenties - Gen Yers. The automakers asked an expert to go figure out why this group felt that is was okay to arbitrarily schedule "time off."

According to Wheatley, the expert uncovered four main reasons contributing to the attitude of the workers:

1. They are self-indulgent
2. They are seeking more balance between work and family
3. They had witnessed how their parents were treated poorly by large corporations and did not want to fall into the same trap
4. They are creative and choose to pursue outside interests in music, art, etc.

What was comical about the anecdote was how the "boys club" in the corner-offices chose to address the issue. The went all old school on the solution deciding that a good solid policy with clear cut punishments would curb the "unacceptable" behaviour. They also started to hire ex-military to supervisor positions to instill some needed discipline. Third, they created "Absentee Coordinator" positions whose role was to stand around with clipboards recording work activity, breaks, etc. All wrong.

Now, I'm a Gen Xer with Gen Y tendencies and the above makes me cringe. The response by management most likely led to an increase in absenteeism as opposed to a decrease.

In the video excerpt an audience member asked Dr. Wheatley what solution she would have proposed. She offered the team model adopted by Volvo. At Volvo 15-18 member teams build cars. If anyone needs time they need to negotiate with the team. This was a sensible offering considering the more creative and collaborative attitudes of the Generation Y.

In a previous post I noted Gen-Xers and Gen-Yers demand more progressively open environments. Our work ethic is not about winning or being right, it is about working to a set of values, working collaboratively and fully enjoying our work and with whom we work. We are not opposed to having our ideas challenged. Quite the opposite. When working with intelligent and creative peers, we excel and deliver much more than we ever could individually.

I'm challenged in understanding what makes people cling so tightly to their out-dated work attitudes and beliefs? If not only to reflect and question whether or not their work habits still are relevant in today's global economy? I'm amazed by those in my generation and older who do not attempt to acclimate themselves to the world in which the next generations are being raised - who do not take the time to at least peak into MySpace or Flickr or Facebook or Twitter or the plethora of other Web 2.0 social networking worlds out there. Honestly, if we don't try to understand our younger co-workers we are bound to repeat the same stubborn, old-school mistakes of those who came before us.

"Mutual Benefit and Respect."

"Do unto others as you would have done unto you."

"If you want others to be happy, practice compassion. If you want to be happy, practice compassion." - The Dalai Lama.

It is important to remember that one's growth through the 7 habits is exactly that - growth and maturity. Nor are the habits items on a checklist that once completed can be checked off and forgotten. Habit 4 is grounded on the independence, confidence and self-awareness you have nurtured through Habits 1-3 and should be continuing to nurture.

According to Covey, a Win-Win situation is recognizing that there is an abundance of recognition, knowledge, love, control, power, etc. in this world and that interactions with each other do not always have to be a competition (except of course when it is a competition.) Working from a foundation of confidence and self-awareness garnered in Habits 1-3, you will be able to approach situations in which you can work with another to understand their paradigm, clarify your own paradigm, and identify a solution in which you both walk away satisfied. It is important not to equate these "negotiations" with giving in or giving up. It is about working towards a mutual agreement or, potentially, no agreement at all.

I used to work for a consulting firm in which the culture was one that encouraged collaboration amongst its employees and extended this to its customers. The culture was backed up and enforced with concrete examples in knowledge sharing and reward systems. I would often explain to my customers that within our organization "collaboration is power", not knowledge. If you help another reach their goals and climb higher on their ladder, they will be more likely to extend a hand to help you reach the top and those around you will recognize your contributions as well.

As Project Managers, we have opportunities on a daily basis to put Habit 4 into practice. Working with our team members, sponsors, stakeholders, and managers. Remember, approaching interactions with vulnerability does not equate to weakness. It means sitting at the table with an open-mind. An awareness of your own tendency to cling to an idea or position without budging. Flexibility and compassion. As the Dalai Lama reminds us - If you want to be happy, practice compassion!

Positive work environments and management leadership are strongly correlated with each other and with the three measures of product success. That is: Strong management leadership and positive work...

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Put First Things First helps you identify and eliminate unimportant activities that rob you of your time. This allows you to focus on what matters most in your personal and professional lives. - 7...

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